*This is a guest blog
post authored by Melvyn Payne, Commercial Director of Advanced People Strategies.
I was recently asked to support a successful senior leader –
Chris – with some personal development insights from a recent 360 and set of
Hogan Assessment results. Chris works in a fast-paced retail environment
and has very high expectations for business success.
Having quickly achieved senior roles at a younger age than
most colleagues, Chris finds it hard to understand why the broader management
team and staff do not seem to respond to stretching targets. Very
concerned about the potential negative impact on results, Chris recently ruled
out an idea that emerged from a staff survey suggesting people who achieve
their targets should be able to take time off as an incentive, rather than take
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Each year, accidents
and work-related illnesses cost billions of euros in needless business expenses.
In 2017, Europe lost more than €476 billion – an amazing
3.3 % of the European
Union GDP. That figure can be reduced with better occupational
safety and health strategies, policies, and practices.
The easiest way for companies to reduce these costs is to assess and predict potential candidates’ likely workplace safety behavior during the recruitment process. In traditional job interviews, candidates present the best versions of themselves, and this may not accurately portray their day-to-day behavior. In safety conscious industries—e.g., oil and gas, construction and medicine—being able to evaluate and predict a candidate’s safety behavior is crucial.
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On Friday, March 22, Empower Leaders Consulting (ELC), one
of Hogan’s China distributors, hosted a half-day Hogan event in Shanghai for its
clients and their Hogan certified network. Nancy Zhang, founder and CEO of ELC,
invited Hogan representative Krista Pederson to announce ELC’s official launch
of the updated Hogan Assessment Certification Workshop and Advanced
Certification Workshops in China.
ELC also invited two important clients, Dowell Real Estate
Group and Faurecia Services Group, to share case studies on their Hogan use. Huang
Xue, Director of HR Talent Development and Head of Culture at Dowell shared how
Hogan has transformed Dowell company culture and become a crucial part of the
entire employee lifecycle, from external and internal selection to high
potential and leadership development. Wei Wei, Director of HR for greater China
at Faurecia, explained how they have used Hogan for over a decade and how it
has helped them address various talent needs during different cycles in the
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On February 24 in Dubai, more than 70 CEOs, HR managers, executive coaches, and talent management professionals attended the 2019 Hogan Summit, hosted by Mentis, an authorized Hogan distributor since 2003 with operations in the UK, UAE, and Thailand.
The theme of the event was “Identifying and Developing Your Talent Network,” and featured presentations by Andrew Salisbury, CEO of Mentis; Alia Al Serkal, Vice President of People Learning and Growth at Du; Delel Chaabouni, IT Senior Director at PepsiCo AMENA; and Marcus Gee, Consultant at Mentis.
Representing Hogan at the event was Hogan Chairman & President, Dr. Robert Hogan, who spoke about leadership and humility, and Hogan Managing Partner, Ryan Ross, who spoke about employability.
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at SIOP 2019
I-O experts from Hogan’s Research and
Consulting divisions will showcase advances in personality research during an
impressive 19 sessions, symposia, panel discussions, practice forums, and
poster sessions at the 34th Annual SIOP Conference in Washington DC, April 4-6.
Visit us at booth #303. #hoganatsiop
Thursday, April 4
Understanding Curvilinear Relationships in Selection Research and Practice
Understanding how individual characteristics influence
various organizational outcomes, particularly in curvilinear fashion, is
crucial for selection research and practice. Five studies are presented that
utilize a variety of methods to demonstrate curvilinear relationships between
individual characteristics and organizational outcomes. Findings are discussed
in a scientist–practitioner framework.
Kimberly Nei, Michael Tapia, Matt Lemming, Karen
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The Hogan team including Dr. Robert Hogan, Ryan Ross, Wendy
Howell, and Krista Pederson joined Hogan distributor Optimal Consulting in
Singapore last week for two days of events.
On February 28, Hogan and Optimal cosponsored the HR Tech Conference in
Singapore which covered topics related to digital technology, AI, and
maintaining a future outlook for the HR Industry in Asia. As the keynote to the
conference, Dr. Hogan spoke on Personality and the Fate of Organizations and
presented an elite invite-only session on Identifying the Future-Oriented High
Potential. Ryan Ross led a panel about Skilling Your Workforce from 3.0 to 4.0,
and Krista and the Optimal team held further discussions about Hogan at the
Hogan Optimal booth.
Following up with the topic of Technology and the HR field
in Asia, Dr. Hogan presented on Digital Leadership at an exclusive event held
by Optimal on March 1. He discussed about how the characteristics for good
leaders including Integrity, Competence, Judgment, and Vision, do not change
based on technology. He maintained that these characteristics are essential for
growing and maintaining high performing teams. He warned, however, that if leaders
do not pay attention and adapt to new technology, these leaders will quickly
fall by the way side.
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On February 13th, the Nevada assembly heard a
proposal for a new bill, Nevada AB132. The
bill itself is only 2.5 pages long and is pretty easy to read, but effectively
has two parts:
- Making it unlawful to deny employment on the
basis of a marijuana screening test
- Making it unlawful to condition employment on
the completion, or results, of a personality test
The first part of the bill concerning pre-hiring marijuana testing has received a fair amount of local news coverage, and is outside of my areas of expertise. However, I will say it does seem odd that one can be excluded from a job for testing positive for a drug that is recreationally legal in the state. If an alcohol test could determine if you drank alcohol at any time over the past, say 30 days, should people of legal age to consume alcohol be excluded from jobs on the basis of that test result?
The second part has received far less attention, but is nonetheless disturbing. The key part of the bill reads:
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Time is running out to register for RELEVANT´s JAM SESSION
in Frankfurt, Germany, at a discounted price of EUR 79 plus VAT. The early-bird
registration is open until February 28, with the price increasing to EUR 99
plus VAT on March 1.
The event, hosted by RELEVANT Managementberatung, an
authorized Hogan Assessments distributor from Germany, will be held on July 4
and will also feature presentations by corporate and consulting experts. Moreover,
they will welcome Dr. Robert Hogan as well as Hogan CEO, Dr. Scott Gregory, as
special guests who will also be on stage.
RELEVANT’s interactive session, “New Leadership? Authentic
in Turbulent Times,” provides the opportunity for all RELEVANT customers,
partners, and friends to come together, learn from case studies, and discuss
how leadership in times of continued transformation might change, how it
affects managers, and how managers can be supported addressing turbulent times
in a way that is true to their personality.
Space is limited, so register here
*This article was authored by Hogan Chief Science Officer Ryne Sherman, and was originally published by Training Industry on December 10, 2018.
A critical task for leaders is to ensure that their
followers are working efficiently toward the organization’s goals. In business,
employees whose work is aligned with the organization’s objectives are more
productive. So-called “performance management processes” are intended to create
alignment between the employee’s work and the organization’s goals. A typical
performance management process might include planning and setting goals,
monitoring progress toward those goals, development and improvement, and
periodic performance appraisals (or reviews). These performance management
processes could be substantially improved by the use of personality
Personality is related to every meaningful individual
difference. Scientifically validated personality assessments can predict
substance use and abuse, longevity, relationship satisfaction, job performance,
criminality, and occupational choice, just to list a few examples. Beyond these
applications, well-validated personality assessments provide individuals with
insights into their own motives, reputations and destructive behaviors, many of
which they may not be aware. Employees can use such strategic self-awareness to
modify their behaviors at work to be more in line with the expectations of
management. Consider the following (real) example.
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Diversity in the workplace remains a top concern for HR
professionals and hiring managers. Changing the hiring process is a necessary
step in preventing discrimination and keeping ahead of the competition — a
recent study from the Center for Talent Innovation found workplaces
that ensure diversity enjoy more success and attract more innovative employees than
workplaces that don’t.
However, any institutional change will fail if leaders and
hiring managers aren’t driven to build a climate that encourages diversity. It’s
not always easy to spot those who will let their biases negatively impact those
around them, but early research suggests those with high Bold and Excitable
scales might not foster inclusive environments.
Hogan’s in-house research team is always looking to find new
applications for our assessments. With that in mind, Brandon Ferrell and Steve
Nichols conducted a meta-analysis of results from four Hogan Development Survey
(HDS) studies to measure which personality scales hinder leaders’ ability to
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